Later this month the Workplace Gender Equality Agency will publish gender pay gap data of private sector employers with more than 100 employees.
Release of gender pay gap information may see some employers face discrimination complaints as a result of the reported gender pay gap.
Employers should have a planned approach to this release of information and a clear strategy to address any reputational or legal challenges that may arise as a result. This includes the preparation in advance of a carefully considered Employer Statement to explain reported gender pay gap results.
For Australian employers, including those with fewer than 100 employees, the prohibition on pay secrecy means that employees have a workplace right to ask other employees about their pay or terms and conditions and to share (or not share) information about their own pay or employment terms and conditions.
Should you require assistance managing your gender pay gap obligations, please contact our employment law team.
